Paul Archer的动态

I completely agree that in-office time is invaluable for connection, inspiration and collaboration (also a lot of fun when you enjoy the team you work with!) but by still offering some flexibility for employees a company can increases satisfaction and improve employee retention. Hybrid = Happy #hybrid #flexibility #themoreyouknow #workingparents #findbalance #dogreatwork

Haven’t read the whole study yet. It makes sense. Also, it’s been my experience that there are times where hybrid or WFH creates friction in organizations between those employees who benefit and those who can’t work from home…for example, employees that need to be in a lab or production facility. What are your thoughts? #remotework #hybridwork #mixedwork #workfromhome #quality #smartwork #EmployeeEngagement #Leadership #WorkplaceCulture #innovation?#management

Balance, choice and variety. As in so many other things in life the hybrid work answer isn’t a black or white solution. To keep and optimize your people make sure to balance mandates with choice and flexibility. Monolithic thinking will be a path to extinction.

Something for leaders to think about.

So simple

First of all, check out Nick Bloom’s study. Then, how about a study that 1) proves four hours working at home can be more productive than eight hours at the office 1a) my sweet spot is 6 to 10 AM 2) children are happier and less anxious with a parent around 2a) moms and dads hate missing their children’s activities 3) remote work is the very best way for parents, especially single parents, to function effectively in both their careers and families. PS — for me, hybrid means Wednesday at the office. Period. Second — I call BS on the Wells Fargo firings of clever WFH cheaters. Sounds like management was trying to reach out and micromage when and how people had to work, which defeats the most important benefit of WFH — being in charge of your daily time management. Some cheaters (there were — GASP — 12!) had devices that made them seem like they were typing at their computers when they weren’t. I almost hate to say it, but FU management. Sorry. Nah. Not sorry.

All you have to do is read the comments to see how strongly people feel about hybrid work. We have been doing a ROWE work environment for 15+ years. It’s all about getting your outcomes done. And if that means being in the office or plant, then you are there. And if you can do it remote ,flex or hybrid, than you can work from home or wherever. And why haven’t had an office for 20 years. If something isn’t working, it’s usually a people or process problem. Most of the time a people problem. And as one of my consultants/coachs said, the grass squeezes out the weeds. People who aren’t performing and who have been given the opportunity to get better or move teams, move on or told this isn’t the place for them. Firms are going to lose high performing rock stars who do better work if they are given the flexibility. Especially those who are on the road and/or with clients retaining and winning business and now being told you have to be in the office two days a week with ear buds in and on zoom most of the day. They will retain average! #adamgrant #hybrid #flexwork #remotework #ROWE #highperforming

This is interesting! A recent study by Nick Bloom reveals that allowing employees to work from home two days a week reduces turnover, increases job satisfaction, and doesn't negatively impact performance or productivity. What does this mean for Assistants? If you're being asked to return to the office five days a week and you're not keen on the idea, this study provides strong evidence to support your case for hybrid working.

Pandemic has changed us once and forever. Many of us in HR, in business have seen real resistance from our teams to various “back to office” strategies, a push for more flexibility, more balance, a cry for more understanding and empathy at work. Adam Grant and Nick Bloom offer interesting data points on benefits of hybrid workplace for engagement, retention, performance. Looks like “hybrid” which was an experiment for many employers yesterday is here to stay. I can’t help but wonder what’s next. In pursuit of even more flexibility will we actually move to the four-day workweek? This concept has been gaining momentum with formal experiments in the Netherlands, France, Japan, UAE. Gallup reports 77% of US workers who believe this will have a strong positive impact on their wellbeing. Juliet Shaw from Boston College found lasting improvements in physical and mental health. More and more interesting and inspiring data from those companies experimenting with a “100-80-100” rule. However, still some open ended questions - e.g. cost and productivity, prolonged Mon-Thu hours (and often higher stress), adaptability of this model to different businesses. Regardless of the outcome, it’s inspiring to see those few corporate pioneers pushing boundaries, testing the unknown, learning and sharing their insights with us and maybe right now, at this very moment helping shape our collective future and the new ways of working. Bravo! #hybridworkplace #fourdayworkweek #innovationandchange

Yes!! This approach truly offers significant long-term benefits. As a manager, I've always prioritized flexibility and creating an environment where my team can perform their best work, in whatever way is most effective each day. While some may see this as catering to individuals, it builds trust and fosters a more engaged team. And engagement directly boosts productivity! If you want more out of your people, give them some time back. And more importantly, trust your people to get the job done. The returns are tremendous.